We use a competence-based selection process to help us identify the best people for the role.
This may not be the selection process you are used to. It’s very different from most veterinary practice interviews. To stand the best chance of getting one of our highly sought-after posts it is important to understand how to perform well in competency based selection. Unfortunately, we often receive applications from vets who may be very good but have not provided evidence of their past achievements to illustrate their capabilities.
Give yourself the best chance of success
To help you, we’ve prepared some tips on how to present your competence evidence, both in written form (on your application) and orally (during the interview).
Understanding Success Profiles and Civil Service Behaviours
The Civil Service recruits using Success Profiles. This means for each role we advertise, we consider what you will need to demonstrate in order to be successful. This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.
Civil Service Behaviours are one aspect of Success Profiles and the one we find many candidates find difficult to provide sufficient evidence for. They are the actions and activities which result in effective performance in your job. It is important to remember that recruiting managers will choose a selection of behaviours which are best suited to the specific job role. The job advert will indicate which behaviours are important for the role – you will not be asked to demonstrate all Civil Service Behaviours for one role.